Celine Israel, Kodi Womack, Tawnya

Tanudra, Edward Charfauros

1. Introduction2. Motivation Theories

Evaluation3. Organizational Behavior

Analysis4. Motivating Employees By

Motivation Theories

Application5. Workplace Conflict

Management Strategies

Analysis6. Conflict Management

Approaches for Organizations

7. Conclusion8. References9. Questions and Answers

Employee motivation is the ideal

path managers use to achieve

desirable organization outcomes.

According to the Schermerhorn,

Hunt, and Osborn’s book

organizational behavior, tenth

edition, chapter 1, being a

manager is a unique challenge

that carries distinct performance

responsibilities that link closely

with the field of organizational

behavior. Managers help other

people get important things done

in timely, high-quality, and

personally satisfying ways (the

management process section, p.

13, para. 1).

MOTIVATION THEORIES EVALUATION

We define motivation as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

MOTIVATION THEORIES EVALUATION

According to Robbins and Judge in the book organizational behavior, thirteenth edition, chapter one, when managers motivate employees, direct the activities of others, select the most effective communication channels, or resolve conflicts among members this is leading.

MOTIVATION THEORIES EVALUATION

ORGANIZATIONAL BEHAVIORANALYSIS

Physical working conditions were

initially the earlier focus

Later interest had broadened

including human factors within

industrial engineering and

administration principles

This stimulated research for group

dynamics, individual attitudes,

employees and management

relationships. A discipline of devotion toward

scientific comprehension of

individuals and groups within

organizations, and organizational

processes, structures, and systems

performance implications emerged

from the foundation of

organizational behavior discipline.

ORGANIZATIONAL BEHAVIORANALYSIS

Employees are asset to the

organization Employees motivation comes

through a hierarchy of needs

Highest point of motivation for

employees is the point where

management meets the self-

actualization needs for employees

The lowest need are physiological

needs Theory X assumes that people do

not want responsibility and try to

avoid work Theory Y assumes that people are

anxious to take responsibility and

strive to work

MOTIVATING EMPLOYEES BY MOTIVATION THEORIES

APPLICATION

Organizations motivate employees by

giving challenging tasks that enable

them to develop Employees values challenges and

freedom to perform tasks than their

salaries Money is a strong motivator

Organizations motivate employees by

providing self-actualization needs

according to the hierarchy of needs

Organizations also use motivators in

hygiene factors to improve performance

Motivators include responsibility and

challenging work, which lead to job

satisfaction Lastly, Organizations apply this theory

to motivate employees and improve

performance.

MOTIVATING EMPLOYEES BY MOTIVATION THEORIES

APPLICATION

Understand the situation Why there is conflict

Acknowledge the problem

Consider all emotions

Be patient Take time to evaluate Review relevant information

Avoid using intimidation No coercion Feelings will resurface

Never solves problems

WORKPLACE CONFLICT MANAGEMENT STRATEGIES ANALYSIS

Focus on problem over individual

Don’t blame Evaluate actual situation

Mediation guidelines Controlled emotions Express feelings calmly

Open communication All parties able to express

All viewpoints validated

Act decisively Mediator makes a decision on

resolution

WORKPLACE CONFLICT MANAGEMENT STRATEGIES ANALYSIS

Lose-Lose Conflict Avoidance Accommodation/Soothing

Compromise Win-Lose Conflict Competition Authoritative Command

Win-Win Conflict Collaboration Problem Solving

CONFLICT MANAGEMENT APPROACHES FOR ORGANIZATIONS

Evaluating motivation theories and

conflict management help

organizations to achieve optimal

performance

Organization members are motivated

according to their interests and needs

Fair process for resolving conflicts

involve evaluation, communication,

and mediation

Best approach entails balance of

cooperation and assertiveness

Most appropriate approach depends on

an organization’s goals, resources,

time constraints, and needs of

members

CONCLUSION

Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008).

Organizational Behavior (10th Ed.). Hoboken. NJ: John Wiley

& Sons.

Robbins, S. P. & Judge, T. A

. (2009). Organizational Behavior

(13th ed.). Upper Saddle River, NJ: Prentice Hall.

Smith P. G. (2011). How to resolve workplace conflict.

Management and human resources. Copyright 1999-2011

by attard communications, inc. and by the individual

authors. Business know-how is a woman-owned business

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Phone: 631-467-8883. Retrieved from

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REFERENCES